I am the co-founder and CEO of Zenger Folkman, a strengths-based leadership development firm that created a methodology that enables leaders to move faster and higher. My work with my colleagues at Zenger Folkman has led to statistically significant improvements in how leaders lead, how their employees engage and how their companies profit; allowing both leaders and organizations to soar to new heights.
I am considered a world expert in the field of leadership development, and am a highly respected and sought after speaker, consultant and executive coach. I have authored or co-authored over a hundred articles on leadership, productivity, learning, training and measurement. I am the best-selling author or co-author of 12 books, including How To Be Exceptional: Drive Leadership Success by Magnifying Your Strengths , The Extraordinary Leader, Turning Good Managers into Great Leaders (McGraw-Hill, 2002), The Inspiring Leader: Unlocking the Secrets of How Extraordinary Leaders Motivate, command The Extraordinary Coach: How the Best Leaders Help Others Grow, and Results-Based Leadership, (Harvard Business School Press, 1999) voted by SHRM as the Best Business Book in the year 2000, Not just for CEO's – Sure-Fire Success Secrets for the Leader in Each of Us (Irwin Professional Publishing, 1996); and Making 2 + 2 = 5: 22 Action Steps to Boost Productivity (Irwin, 1997). I am a co-author of three books on teams, including the best-selling, Self-Directed Work Teams: The New American Challenge
In 2011 I was given the Lifetime Achievement Award from the American Society of Training and Development, their highest recognition for contributions to the workforce learning and development profession.

The Power of Teams: A Lesson In Leadership From A Siberian Husky

As we reflect on 2012 at Zenger Folkman, we think of the opportunities we’ve had to observe the way many organizations are able to operate as teams. Invariably, the companies that focus on teamwork and collaboration are the companies who maximize the strengths of individuals as well. Why? Because being a part of an effective team can bring forth wonderful increases in the work ethic and strength attributes of the individuals as well.

I would like to share a story that my colleague Joe Folkman, President of Zenger Folkman, often tells that illustrates this correlation exceptionally well:

By all my estimations, Kestler was a failure of a dog--until the day we allowed him to become a part of a team.

Several years ago, one of my children came to me at Christmas and asked me if we could get a dog. This was not a new request. I had heard this request regularly over the years. My excuse was that my wife and several of my children have asthma, and have negative reactions to dogs. However, this time my son came prepared with an offer that I could not refuse. The first part of the offer involved my son’s commitment to improve all aspects of his behavior. (Yes, I had heard that offer before.) The second part of the offer was new. He was interested in a Siberian husky puppy. The Siberian husky is an outdoor dog, and since it’s a breed that is used to the cold and loves the snow, this would be a way for us to have a dog without affecting anyone’s asthma. We talked, discussed and bargained for a long time and finally I caved. We became dog owners.

As I thought about owning a dog, I imagined the kinds of things that we might do together. I imagined us going for a walk and the dog would lope happily along by my side. I imagined going to the park, throwing a Frisbee, and my loyal dog bringing it back. I imagined the dog playing with the kids in the back yard. What I imagined was truly ideal.

The dog finally arrived. My son named him Kestler. He was a beautiful puppy. He grew quickly and I began to take him on walks, but they were not what I imagined. Instead of loping by my side, Kestler persisted in dragging me into my neighbors’ yards. Whatever speed I would walk, he would walk faster. I had a friend who wanted a jogging partner and I convinced her that Kestler was perfect. They went together just once.

If we took Kestler to the park to play Frisbee, he would chase the Frisbee, grab it, and then proceed to run in the opposite direction. We also discovered quickly that you can never take a Siberian Husky off the leash. They run away.

Our once beautiful backyard and flower garden became Kestler’s kingdom. When he discovered digging, my lawn turned into a series of trenches. After a couple of years it was hard for me to imagine the value of this dog. It became clear to me that Kestler would never be the dog I had hoped he would be.

As we approached another Christmas season, our good friend Racer, who had five Huskies, talked to us about putting Kestler in his dog sled team. We wanted to warn him that Kestler might not be the best choice for his team, but Kestler needed exercise and I did not want to take him on any more walks. And so we obliged.

After a few months of training, Racer invited us to go on a dog sled ride to see Kestler in action. It’s hard to describe how excited the dogs were about getting their harnesses on and being tied to the sleigh. I remember being pulled by horses on a wagon, and for them it was obviously work. But the level of excitement was totally different for these dogs. The dogs took off and I wasn’t prepared for the jolt. As they began running, it was almost like the jerk of a fast car. As we rode I stared in amazement at my “dumb dog.” There he was, between the two lead dogs! The dog I could never control was working in perfect unison with the other dogs on the team. He listened, he pulled, and he enjoyed working together with his team. These dogs can pull a sled for 20 miles, and they love every minute of their job.

Great leaders have the ability to create and foster great teams.

Have you ever been part of a great team? A team that utilized your individual strengths and caused your performance to improve? A team where productivity increased just to keep up with the other team members? A team where you love coming to work and every day is an exciting adventure?

In contrast, have you ever been a part of the Team From Hades? This is the team nobody wants to be a part of and is full of conflict, disagreements and discontent. Most people know and have experienced the difference. The contrast is huge.

Recently I did a study where we looked at the ability of a leader to create a positive team environment—an environment where everyone wanted to belong, to pitch in and engage. We looked at data from 276 leaders in a large software company and measured the extent to which team member felt that their group was highly productive and efficient. The best leaders—those who knew how to create that positive, engagement environment—had productivity ratings at the 80th percentile. The worst leaders were at the 29thpercentile.

Joe Folkman, President of Zenger Folkman

Sometimes, just like Joe’s dog Kestler, you will never recognize an employee’s full potential until they are placed in the right area with the right people. It is the responsibility (and the opportunity) of all leaders to cultivate a collaborative environment in which team members can flourish.

In summary, we all know the difference between a great team and a bad team. The challenge I would like to leave with each of you as we enter 2013 is to create a great team environment. If you can accomplish this goal, the reward is not only high productivity, but also employees who love to come to work, and who are bursting with excitement and energy to accomplish their job.

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One of my sons has had the pleasure of meeting Kestler in person. I’m given to understand he also boasts a pair of particularly piercing blue eyes. In any case – what a great story. Thanks for sharing this, Jack and Joe!

Having owned a Siberian Husky myself, I can attest to all the drawbacks that Joe described and a few more, too. I completely agree with your conclusions on placing the right person on the right team. May I add a couple of other lessons I learned from my Husky experience?

First, know all you can about your new hires to ensure they will be a good fit. Can they do the job? Fine. But will they fit in, add to the existing culture, or disrupt it? We didn’t do our homework when we accepted our little Husky puppy. We took it off the hands of a newly pregnant family member who became allergic to her new puppy. We allowed that emotion to override good judgement. Had we known the predilections of Huskys, we’d have never taken him.

Second, if you’ve made a mistake in your hiring, correct it. Fast. It may be to find a better fit within the organization (your point) where they can shine. But it may be that you need to fire them if that doesn’t work. No, we didn’t give away our dog; sadly it died young of cancer. But we looked into finding another home, including sled teams in Alaska. He had several positive qualities, and was as handsome a dog as I’ve seen. And we know people on teams that have some redeeming qualities, but on balance it’s just a bad fit and sometimes it’s best for all concerned to let them move on. Like some people, our Husky was an emotional drain on the entire family.

These aren’t original ideas, of course, but we see mistakes like this made every day with our clients, don’t we? I didn’t see a lot that was positive while owning our Husky, but there’s no question that, like Joe, I learned valuable lessons in dog ownership and business alike.

Thanks very much, Bob – and it sounds like you and Joe can relate. I’m sorry to hear that your Husky died as a young dog, but it sounds like he provided you with some learning experience while he was there. Thanks very much for your note. Regards, Jack

Agree. You would never learn the full potential of a person unless you put them on their right place. As leaders, it is our job to understand our employees and make sure that we place them where they can show their full potential.

Thanks for the story Jack. It brought back great memories of our husky Belka. She lived 15 1/2 years and she and I ran 4,000 miles together. All the negatives descirbed were true (once we got a call from someone 20 miles away that had her after she ran off), but she was wonderful with our small kids and a treasure in other ways. I also liked the linkage to teams. I’m reminded of Jim Collins’ Good to Great. Kestler flourished when he was put in the right role (team). He could have also been a great individual contributor – were he given the chance. We’ve seen the anticipatory euphoria of huskies when they know they are going to run (individually or team). Huskies are huskies. Once you get to know them well (like with people), you can maximize the relationship and the productivity – both indivudually and collectively. Many thanks for the warm holiday story. Jeff Parks